Tag Archives: social intelligence

Leadership Revolution: The Coaches Are Coming!

The way we lead our organizations is going through a revolution. A dramatic and wide-reaching change is taking place in the way leadership is being practiced. As social and emotional intelligence practices inform current thinking, leaders are shifting away from the command-and-control leadership of the past and breaking down the hierarchical barriers that were established way back during the industrial revolution.

Leadership is shifting from command-and-control to coaching.       

Coaching Leaders

As organizations realize the importance of employee engagement, they are looking towards new ways of inspiring and motivating their staff. Two strategic areas that are having a tremendous impact directly involve coaching: managers are becoming coaching leaders, and coaching as a practice is being scaled across organizations.

Without coaching, it’s difficult to ask employees to set flexible goals, revise them often, and ‘stretch’ within their jobs. As leaders are demanding their employees assume greater responsibility, function more autonomously, develop more expertise, and make better judgments, they will need to provide frequent and routine coaching.

Benefits of Coaching

If leaders truly want to motivate their workforce, build an organization of high performers, and attract and retain millennials, they will need to invest in coaching. Leadership coaches are becoming more common and they are no longer retained just for “fixing” leaders who need help. Successful leaders are improving their effectiveness by working with coaches and are becoming more mindful empathetic coaches themselves.

If organizations invest in coaching, then they are more likely to implement practices that will motivate their workforce and encourage high performance.

Working with a coach is a powerful way to make behavioral changes. Employees will benefit from 2 types of coaching: scheduled and on-the-spot. Both are critical, and when combined, have been shown to increase effectiveness as much as 30-50%.

In one coaching study, training alone increased productivity by 22%–but when training was paired with coaching, productivity increased by 88%. A study by Metrix Global on a Fortune 500 firm found that executive coaching resulted in an ROI of 529%. A second study by the International Coaching Federation reported that the median return was seven times the initial investment.

Well-coached clients know when they are performing well and when they are not, and will make necessary adjustments independently of the coach. They will also continually try to find ways to improve, by practicing more, by watching others, or by learning something new. As leaders develop a talent for fostering positive behaviors in their direct reports, the individuals they lead will have living breathing models of effective behavior.

Are You a Coaching Leader?

coach–ing (verb): a thought-provoking, creative partnership that inspires maximum potential

lead–er (noun): a person who motivates others to achieve purposeful outcomes

Questions to Deepen Thinking

How is coaching working in your organization?
What will becoming a coaching leader get you?
What are the consequences of not becoming a coaching leader?

Credit
Ewenstein, B., Hancock,B. & Komm, A. (2016, may). AHead of the curce: The future of performance management. Retrieved from McKinsey & Company Organization: http://www.mckinsey.com/business-functions/organization/our-insights/ahead-of-the-curve-the-future-of-performance-management
Executive Briefing: Case Study on the Return on Investment of Executive Coaching. MetrixGlobal, LLC. Merrill .C. Anderson, PhD, November 2, 2001.
Flaherty, J. (2010). Coaching: Evoking excellence in others. Oxford, UK: Elsevier.
Goleman, D. & Boyatzis, R. (2008, September). Social Intelligence and the Biology of Leadership. Harvard Business Review.
International Coach Federation, Global Coaching Client Study, 2009.
Talkington, A., Voss, L. & Wise, P. The Case for Executive Coaching. Business Magazine Chemistry Section November 2002.
International Coach Federation “Coaching FAQs” http://coachfederation.org/need/landing.cfm?ItemNumber=978
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Build Empathy into Your Interactions: Part 1 (of 3)

The concept of Empathy is one of the basic components of emotional and social intelligence. It is a critical part of self-awareness, relationships with others, and is key to successful leadership. Empathy is an attribute that consists of three interrelated parts:

  1. understanding another person’s perspective,
  2. considering how that person feels, and
  3. telling the other person you are aware of 1 & 2.

Even for those who excel at this attribute, it is easy to lose sight of empathy in daily interactions. Leaders swim amid a sea of data and emotions, sorting through it all with their own filters and biases. When they are not mindful of empathy, opportunities to build relationships are lost and relationships may even be damaged.

If you build empathy into your interactions, then you will establish trusting relationships.

We have found 2 techniques helpful with empathy:  The Ladder of Inference and Deconstructing Conversations.

(Read how to practice empathy using the Ladder of Inference and Deconstructing Conversations in our April 2015 posts.)

If you build empathy into your interactions, then you will establish trusting relationships.Questions to Deepen Thinking

What will practicing empathy get you?
How are your professional relationships working for you?
What would happen if you built deeper trust into your relationships?

Credit

Goleman, D. (2013, December). The Focused Leader: How Effective Executives Direct their Own – and their Organization’s – Attention. Harvard Business Review.

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